PRACTICE AND CHALLENGES OF HUMAN RESOURCES TRANING AND DEVELOPMENT AT ETHIOIPA ELECTRIC UTILLITY ADISS ABEBA

Abstract

Training and development is a steering instrument in maintaining the organizational efficiency and productivity takes a key aspect in motivating the employees to act in the best interest of organizations. The purpose of this study was to assess the challenges and practices of human resource training and development at Ethiopian Electric Utility. In this study, descriptive research design was employed as it focused on identifying present conditions and finding facts. For this purpose, a sample of 140 trainees and 4 trainers were selected through a combination of simple random and stratified sampling techniques. Self-administrative questionnaires, interview and document analysis were used to gather data. Data obtained through questionnaire were analyzed with descriptive statics (mean and frequency) to analyze practice and challenges of human resources training and development at Ethiopian electric utility. The findings of the study indicated the absence of the systematic needs assessment practices, no HRTD plan incorporated in strategic plans, no clear and transparent training and development criteria for selecting trainees and trainers. Training and development opportunities had been offered to individuals depending on their personal relationships, the practice of preparing and implementing TDPs had been constrained by low attention of top level management, lack of adequate budget, selection of inappropriate trainees and trainers, allocation of insufficient time. Based on the findings, the following conclusion was drawn; due to lack of systematic training and development needs assessment capacity and potentials of individuals had not been built for better future performance, appropriate individuals were neglected from the selection for the TDPs. Based on the conclusions, the following are recommended: appropriate attention to be given to; training and development needs assessment, arranging of induction/orientation programs, applying on-the-job methods, creating systematic monitoring and evaluating practices of TDP, arranging awareness creation programs and formulating clear and transparent TDP directives, and giving more emphasis on professional development rather than other activities in the offices.